Overcoming Imposter Syndrome Through One to One Coaching
Why So Many High Achievers Struggle With Self-Doubt
Many of my coaching clients tell me they are suffering from Imposter Syndrome - a persistent feeling that they don’t deserve their success, or that they’re about to be “found out.” It’s often cited as one of the reasons women, in particular, hesitate to step forward into senior leadership roles.
But what exactly is Imposter Syndrome? Where does it come from, and how can one to one coaching help you move beyond it?
What Is Imposter Syndrome?
Imposter Syndrome tends to affect high achievers - people who are outwardly successful but internally question their capability. It’s the sense of not being qualified for the work you’re doing, of being an “intellectual phoney.”
These beliefs can lead to overworking, perfectionism, or avoiding challenges for fear of failure. Some people choose safer roles or stay quiet in meetings, even when they have valuable ideas to share. For individuals and organisations alike, that means untapped potential and reduced performance.
Where Does Imposter Syndrome Come From?
The term Imposter Syndrome was coined in 1978 by psychologists Pauline Rose Clance and Suzanne Imes after studying 150 high-achieving women. They found that many attributed their success to luck rather than ability.
Research since then shows that 70% of people experience Imposter Syndrome at some point. Early family dynamics often play a role. For example, children praised for being “gifted” can grow into adults who fear not living up to that label. Other triggers include public criticism, constant comparison, or being part of a minority group within an organisation.
That last point is key. People who don’t easily fit into the dominant “in-group”, whether because of gender, race, background, or even education, are more likely to experience limiting beliefs. In these environments, confidence and belonging can feel harder to sustain.
If you recognise that your organisation needs some support with this, you should check out our Leadership Coaching for Women page.
What Limiting Beliefs Sound Like
In one to one coaching conversations, I often hear beliefs such as:
“I should succeed at everything I do.”
“I should automatically understand things.”
“I should be able to anticipate every problem.”
“I should be able to do everything myself.”
These thoughts tend to surface when someone steps into a new or unfamiliar role, for example, after promotion, or returning from parental leave.
But as the writer L. V. Anderson points out, “Feeling like an impostor is not a syndrome, it’s a totally normal part of experiencing success.”
Even Pauline Rose Clance herself later reflected, “If I could do it all over again, I would call it the impostor experience… it’s something almost everyone experiences.”
How One to One Coaching Helps
The good news is that you can change how you respond to self-doubt. Through one to one coaching, we work on building self-awareness, reframing unhelpful thinking patterns, and developing practical strategies to manage them.
For example, imagine preparing to present to the board. Your first thoughts might be:
“I don’t know enough about the topic. I’ll be asked questions I can’t answer. I’ll look unprofessional.”
In coaching, we explore how to respond differently:
“I know enough to contribute meaningfully. If I can’t answer a question, I’ll follow up later. I bring experience, professionalism, and insight.”
These new attitudes lead to new behaviours and when repeated, they reshape how the brain responds under pressure. This is where neuroplasticity comes in: our brains form new neural pathways based on repeated practice. Over time, your default reaction to stress changes.
This is not positive thinking. It’s practical psychology in action.
You can read more about how we help with this kind of personal development on our Executive Coaching page.
Building Confidence Through Practice and Awareness
In my work with senior leaders, I’ve found that discussing Imposter Syndrome openly can be powerful. Once people realise that even the most successful leaders have moments of doubt, they stop feeling isolated.
Awareness creates inclusion. Managers who can spot these limiting beliefs in others can guide their teams with empathy, providing both challenge and support so that people grow into new, more confident behaviours.
Moving Forward
Imposter Syndrome doesn’t disappear overnight, but it can be managed. The combination of self-awareness, coaching guidance, and consistent practice can help leaders quiet the inner critic and reconnect with their purpose.
If this resonates with you, or you recognise these patterns in your team, one to one coaching could be the next step.
Contact Mojo Coaching and Leadership to explore how personalised coaching can help you overcome self-doubt, strengthen confidence, and unlock your full potential.